Conflict Resolution
Conflict is defined as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility.” (Folger 4) From this definition we know that conflict arises between two or more interdependent people that are incompatible in their belief, values, goals, or really any other aspect. Conflict resolution can be defined as “a complex process of de-escalation and reconciliation that develops over time to the point where a new qualities and mechanisms exist in the relationship to allow for the constructive settlement of disputes.”(Fisher 8)
Successful reconciliation is the ideal outcome of conflict resolution. Reconciliation restores friendship and harmony in a relationship after a conflict. (Bar-Siman-Tov) This is extremely important in interdependent relationships as lingering conflict or unspoken frustrations can prevent effective and healthy interactions. Barriers to reconciliation are strategic or psychological according to Kenneth Joseph Arrow. Strategic barriers “arise from the efforts of bargainers to maximize their short-term and/or long-term outcomes” and psychological barriers “reflect cognitive and motivational processes, or more precisely, biases in the way that human beings interpret information, evaluate risks, set priorities, and experience feelings of gain or loss.” (Arrow 6)
A conflict style that can help cross some of these barriers is collaboration. Communicating and working together creates an opportunity for all parties involved to get the most out of the resolution. Maximum benefits from the outcomes of conflict resolution make reconciliation easier. Filippo Aureli suggests that “reconciliation is not only an effective way to end the conflict but is also a primary toolfor relationship management.” (Aureli 310)
Fisher, Ronald J. Interactive conflict resolution. Syracuse University Press, 1997. Aureli, Filippo, and D. A. Smucny. "The role of emotion in conflict and conflict resolution." Natural conflict resolution (2000): 199-224. Bar-Siman-Tov, Yaacov, ed. From conflict resolution to reconciliation. Oxford University Press, 2003
Folger, Joseph P., and Marshall Scott Poole. Working through Conflict: Strategies for Relationships, Groups, and Organizations. 7th ed. New York: Longman, 1997. Print.
Conflict Resolution
Conflict is defined as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility.” (Folger 4) From this definition we know that conflict arises between two or more interdependent people that are incompatible in their belief, values, goals, or really any other aspect. Conflict resolution can be defined as “a complex process of de-escalation and reconciliation that develops over time to the point where a new qualities and mechanisms exist in the relationship to allow for the constructive settlement of disputes.”(Fisher 8)
Successful reconciliation is the ideal outcome of conflict resolution. Reconciliation restores friendship and harmony in a relationship after a conflict. (Bar-Siman-Tov) This is extremely important in interdependent relationships as lingering conflict or unspoken frustrations can prevent effective and healthy interactions. Barriers to reconciliation are strategic or psychological according to Kenneth Joseph Arrow. Strategic barriers “arise from the efforts of bargainers to maximize their short-term and/or long-term outcomes” and psychological barriers “reflect cognitive and motivational processes, or more precisely, biases in the way that human beings interpret information, evaluate risks, set priorities, and experience feelings of gain or loss.” (Arrow 6)
A conflict style that can help cross some of these barriers is collaboration. Communicating and working together creates an opportunity for all parties involved to get the most out of the resolution. Maximum benefits from the outcomes of conflict resolution make reconciliation easier. Filippo Aureli suggests that “reconciliation is not only an effective way to end the conflict but is also a primary toolfor relationship management.” (Aureli 310)
Arrow, Kenneth Joseph. Barriers to conflict resolution. WW Norton & Company, 1995.
Fisher, Ronald J. Interactive conflict resolution. Syracuse University Press, 1997.
Aureli, Filippo, and D. A. Smucny. "The role of emotion in conflict and conflict resolution." Natural conflict resolution (2000): 199-224.
Bar-Siman-Tov, Yaacov, ed. From conflict resolution to reconciliation. Oxford University Press, 2003
Folger, Joseph P., and Marshall Scott Poole. Working through Conflict: Strategies for Relationships, Groups, and Organizations. 7th ed. New York: Longman, 1997. Print.